Services

Training

I run interactive, dialogue-based, and insightful group workshops, both face-to-face and virtually. Group sizes typically range from around ten people to a couple of hundred participants. I always tailor the content to the needs of each organisation and I am happy to use the organisation’s own materials as part of the workshops. Typical training topics include:

  • The role of the manager and basic people leadership skills
  • Interaction and cooperation skills, emotional intelligence, and empathy
  • Effective, goal-oriented leadership
  • Leadership without a managerial position
  • Leading diverse teams
  • Leading multicultural teams
  • Leading people of different generations
  • Change leadership
  • Living in uncertainty
  • Psychological safety and trust
  • Leadership ethics and challenging situations

Individual coaching and mentoring

Coaching is an individual process that focuses on the coachee’s key areas of development. To identify these, a three-pary meeting is often held at the beginning of the coaching process, with the coachee’s supervisor present to provide feedback on strengths and areas for development based on everyday activities. In coaching, the coach does not give advice or instructions, but helps the coachee to find paths towards agreed goals by listening, asking questions and deepening understanding. If agreed with the coachee, I can also use mentoring alongside coaching. For example, in executive coaching I can share examples of effective ways of leading specific situations that I know from previous coachees or through research. The aim is to provide a holistic developmental process, where the coachee receives support to strengthen their own understanding, but also concrete tips and advice on how to develop their own leadership. Typical coaching topics include:

  • Leadership development
  • Successfully moving into a new role – e.g. from expert to supervisor or from supervisor to director level
  • Challenging leadership situations
  • Leadership identity
  • Prioritising and consciously managing what you do
  • Self-leadership and well-being

The content of each coaching process is always defined on an individual basis. In addition to the coaching sessions, it usually includes intermediate tasks, which can be either trying out and implementing agreed changes in everyday life or familiarising oneself with some materials.

Team development and coaching

Team development is about improving the performance of a team or management team working together – or helping a newly formed team get up and running as smoothly as possible. In practice, team and management team development always starts with some kind of current state analysis. This can be done using a variety of tools, from pre-assessment surveys to interviews or even observation. The development process is always tailored based on the starting point and the team’s objectives. The development process itself includes facilitated, goal-oriented meetings to clarify, for example, the team’s or management team’s role, ways of working, meeting practices, decision-making, etc. It often also reinforces the team’s dynamics and the use of diversity.

Tools

Over the years, I have used a wide variety of tools to support both individual and group coaching. At the moment I particularly use the following tools:

  • WorkPlace Big FiveTM
  • SHL tools OPQ, MQ ja Verify ability tests
  • Various employee engagement surveys
  • Various 360º assessment tools

Facilitation

Facilitation is an excellent way to involve people in clarifying goals, thinking about solutions to common problems, or sharing their views on complex issues. Even in a large group, skilful facilitation can involve quieter participants, so that ideally everyone feels after the event that they have genuinely participated and been listened to. Depending on the size and objectives of the group, facilitation can use a range of tools, from yellow sticky notes to a MentiMeter, for example. Modern technologies also enable participation through facilitation in virtual meetings. Facilitation can and often should be used for example:

  • In change situations
  • Action planning based on employee engagement surveys
  • When planning the implementation of a strategy

Consulting

In addition to various coaching and training services, I also offer leadership and competence development consulting. This may include, for example:

  • Defining processes and ways of working, for example for development discussions or to clarify strategic competences
  • Building concepts for e.g. an overall leadership development portfolio, an organisation’s own leadership training or a change leadership approach
  • Building or identifying appropriate tools, for example for employee engagement surveys or 360º assessments

The consultancy is based on my 20 years of experience in people development work, both as a hands-on developer and as a global leader of HRD and Talent Development organisations.